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Board reviews superintendent job description, sets qualifications and timeline for search
Summary
Consultants from McPherson Jacobson reviewed the draft superintendent position description, advised requiring administrative licensure (or eligibility) and recommended flexible options on teaching license and residency; the board agreed to finalize language in September and advertise in November.
The Siuslaw School District 97J board met with McPherson Jacobson consultants on May 13 to review the superintendent position description and search timeline. Doug, one of the consultants, told the board the 12 consolidated candidate criteria—drawn from materials the board provided—will guide applications, reference checks and interview questions. “These really formed the core and the backbone for the search,” he said.
Consultants and board members discussed Oregon licensure requirements and how they affect out-of-state candidates. Doug and Heidi explained that a superintendent’s administrative license is required in Oregon and that out-of-state applicants can receive a reciprocal license within a year; they proposed language requiring an administrative license or eligibility and allowing either a current Oregon teaching license, eligibility for reciprocal licensing, or a limited substitute license. Andy, speaking for administration, noted the district’s practice that building administrators maintain teaching licenses but recognized the burden that adding a teaching-license requirement might place on out-of-state applicants. “Perhaps what we should put in there is… have a current administrative license or be eligible for the Oregon reciprocal license,” Doug said, summarizing the consultants’ recommendation.
The board also debated a residency expectation for finalists and accepted a flexible approach that emphasizes community engagement without strictly requiring district residency. The consultants recommended leaving the total compensation range as drafted, then revisiting pay data in the fall. The board agreed to reconvene in late September to finalize the position description, identify stakeholder group participants and proceed with advertising in November and candidate interviews in late January or early February.
Next step: the board will review and finalize the position description in September and approve recruitment materials before posting in November.
